TECNOLÓGICO NACIONAL DE MÉXICO

CAMPUS CULIACÁN

No. de control: 19170773

Student: Chiquete Duarte Frida Valeria.

Carreer: Business Management’s Eingineerin.

Subject: Human Resource Management.

Teacher: Maria de Lourdes Noriega Bonilla.

“HW4-Contribution from different theories”

 Applications in modern
Proponents Contributions
organizations
*Nowadays the concept of
*He defined human capital as the
human capital given by
one that includes qualitative
Schultz is still being used, we
components such as skills,
just have to look around to
knowledge and similar abilities
any company, they have
that affect the individual
human capital, and those
competency to perform productive
enterprises know HC as a
work.
bunch of different
*He set that commercial expenses
components like the ones
were introduced in order to arise
that Schultz purposed.
work productiveness level, will
Theodore Schultz *It is easy to identify how
30/04/1902-26/02/1998 cause a positive performance on
companies take the decision
employees in general.
to invest on many different
*On his book “Investing in people:
things such as training,
The economics of population
motivation courses, food
quality”, Schultz (1961)
courts, and better work
emphasizes on economy of
conditions in general in order
poverty, where the key piece to
to make their employees feel
promote to human well-being, it is
more comfortable, as a
required to invest on the quality of
result, those workers will do
the population, since this agent
a more productive
usually determines the most, the
performance.
future perspectives of humanity.
*Following (perhaps)
*Schultz concluded that the root
Schultz’s teaching, modern
cause of Germany's and Japan's
enterprises care more every
success was the healthy and
day about social well-being,
educated populations of the two
we can see this whenever an
nations, a conclusion which
enterprise wants to be
eventually became the basis of
considered as a “Socially
Human Capital Theory.
Responsible Company”.
*He is well known as Schultz’s *Human Capital is currently a
contributions systematizer, pretty interesting study
Becker earnestly developed the material, nowadays, there
Gary Becker theory of human capital on his are lost of companies trying
02/12/1930-03/05/2014 book “Human Capital”. to perform a better “Human
*His main idea was to consider Capital Management”
education and personal formation because it is well known that
as something similar to inversions HC is the most important
 that rational individuals carry out
in order to arise their efficiency,
productive effectiveness and their
monetary income.
*General education and specific
education are one of Becker’s
(1964) biggest contributions;
elementary education is totally
helpful to enterprises, meanwhile
superior education needs a bigger
budget or inversion by the
employee or the company, and it
is expected to get some benefits
just in the person who made the
inversion.
*Becker then introduced the
henceforth classic distinction
between specific and general
human capital. Since the latter
type of training increased the
marginal product of the worker in
other firms, the firm would have no
incentive to bear any of its cost
and would pass it to the worker.
The latter was willing to take it
because this training increased
future earnings, regardless of the
firm they were working with.
Adam Smith *The first classic economist who
05/06/1723-17/07/1790 implemented human capital as we
know it nowadays was Adam
Smith, who describes on her most
important book; ”An Inquiry into
the Nature and Causes of the
Wealth of Nations”, that every
man who has been educated by a
resource for every business
since people are the
resource thar make
everything work out, modern
enterprises are now trying to
make their employees as
capable as possible, for
which those business look
after their interests by
providing the employees
facilities to get qualified on
their work area.
*Those facilities are
considered as inversions
because if employees are
efficient and effective, as a
result, the organization will
increase its productiveness
and will have better benefits.
*However, since the adjacent
benefit will be just noticed by
the employee, enterprises
help them to get trained, but
those organizations expect
their worker pay a part of
their training as well. This is
very likely to happen in
modern companies because
every person wants to be at
the forefront of their area to
get the best opportunities
they can.
*Current organizations are in
a constant war with workers
union, talking about wages
and benefits. It has been a
very long road to go through,
at the beginning, the
enterprises were used to
demand their workers lots of
 bunch of worktime, must be able
to carry out a job where he can
earn back at least the same
amount he inverted on his training,
these are the ordinary benefits by
an equal valued capital.
*He purposed the difference
between value in use and value in
exchange, the importance of
capital and its accumulation on the
development of economy.
*Smith promoted assignments
specialization on work, and
commercial environment, not just
for helping on democratizing work
conditions, but to decrease
production costs, making a new
chain of simple mechanisms that
would maximize the speed of
production, and what is more, this
would represent a lower risk.
*The main object of study of the
neoclassicals was the way in
which prices were determined.
Marshal stablished that something
Alfred Marshal that was needed to understand
26/07/1842-13/07/1924 the behavior of the market system
was to first analyze the behavior of
the manufacturers and costumers.
*Marshal Also created a few new
definitions to economic science,
which were, complementary
products and substitute products.
They are still used currently.
*Talking about factors of
production, it was considered that
there were just three: land, labor
and capital, surprisingly, Marshall
work, and give back a poor
and little wage. That´s why
employees from different
organization founded many
time ago “workers union”, to
look for their interests.
*On the other hand,
enterprises have become
more conscient about the
employees’ rights with the
pass of the time, since
companies have become
more careful about social
concerns, that´s why they
started implementing
efficiency wage theories.
*At the present time, every
single enterprise must
identify the difference
between value in use and
value in exchange if they
want to attend to costumer’s
desires.
*These days, all the
enterprises that want to have
a good place on the market
and be know by the
costumers, need to carry out
some different market
research to ensure the
economic profitability of their
activity, they usually do these
studies to determine the
price of the product or
service they are going to
provide to the consumers.
*In addition, they need to
understand the consumers’
necessities to be certain they
will be successfully
 decided to add a new one, which
was called «entrepreneurship»,
this new factor of production was
in charge of coordinate and boost
or increase the previous three
factors of production.
To summarize this, with a lack of
entrepreneurship economic
activity is just impossible.
*Marshal developed and began
the setting up of new economic
ideas such as supply and demand
and the determination of
production costs and sale prices,
price elasticity, the way the
markets used to work like and
marginal utility.
*He studied the rolls of authority
and leadership on management.
*He invented the three different
types of genuinely social authority:
Rational authority
Traditional authority
Charismatic-legal authority
Max Weber
21/04/1864-14/06/1920 *He defined the best way in which
a good bureaucratic system must
work, taking on consideration:
-Specialization of labor
-A formal set of rules and
regulations
-Well-defined hierarchy within the
organization
-Impersonality in the application of
rules
-Formal selection
-Career orientation
*Weber deeply analyzed the
organizations and enterprises
positioned, some of the
factors they need to care
about are if their products are
complementary products or
substitute products because
costumers do not react the
same way to that different
kind of products.
*Modern organizations
clearly know that
entrepreneurship is a factor
of production as important as
the other three, they are like
a huge loop, those factors
need to work together if the
enterprise wants to succeed,
an everyday new techniques
to apply it are being
searched.
*At the pass of the time,
organizations are getting
more and more interested on
an appropriate leadership
performance, something that
has come very strong lately,
is the thought that if an
enterprise perform a good
management and
leadership, its
productiveness will increase.
*The three different types of
authority are absolutely
present on companies, just
starting with the fact there
are written rules, values and
behavior codes, etc., there is
a hierarchical structure, and
there are some employees
that are keeping over the
rest, we can respectively find
 from several different points of
view, bureaucratic, democratic,
authority and behavioral aspects
were studied by him on Weber’s
investigation works; “Economy
and Society” and “The Protestant
Ethic and the Spirit of Capitalism”.
*This work is organized as part of
social action and it is approached
to a certain discipline, to regular
practices, habits that depend of
the moment, of juridic law, of some
ideas thar are had about fighting,
competency, election, etc.
*Weber inferred that in the
absence of property ownership,
human capital credentials such as
degrees and diploma could be
exchanged in the market for
income and improvements in life
chances.
*Fayol developed some principles
better known as 14 fundamental
principles, getting deeper on the
roll of middle and executive
management, to set how they
Henry Fayol must be organized, take
29/07/1841-19/11/1925 decisions, and even interact with
all the employees of the
organization.
*Division of work. Henri believed
that segregating work in the
workforce amongst the worker will
enhance the quality of the product.
Similarly, he also concluded that
the division of work improves the
productivity, efficiency, accuracy,
and speed of the workers.
*Authority and responsibility.
These are the two key aspects of
the rational, traditional and
charismatic types of authority
on almost all the business.
*Modern companies have
been getting evolved with the
pass of the time, and we can
see the results now on the
present, for example,
specialization of labor is
something that companies
dedicated to produce goods
implement to increase their
efficiency.
*Having a well-defined
hierarchy business is
required because this way,
employees are not going to
get lost and break the
respect wall between the
chiefs and the executives,
this helps organizations.
*Organizational design is
always getting updated and
upgraded, and this is
something required to keep
current on market, the
organizations always try to
get adapted to new social
chances and new social
concerns, since people are
part of the society, whatever
they do will affect for better or
for worse the companies,
that is one the main reasons
to say that human capital is
vital to keep organizations
alive and working properly.
*Fayol’s 14 principles are not
an exception, they are still
being applied by companies
 management. Authority facilitates
the management to work
efficiently, and responsibility
makes them responsible for the
work done under their guidance or
leadership.
*Unity of directions. Whoever is
engaged in the same activity
should have a unified goal. This
means all the person working in a
company should have one goal
and motive which will make the
work easier and achieve the set
goal easily.
*Initiative. The management
should support and encourage the
employees to take initiatives in an
organization. It will help them to
increase their interest and make
then worth.
*He said that productiveness
depends of the physical conditions
of the worker, but they also
depends of social rules and the
group’s expectative.
Elton Mayo *Social groups have a strong
26/12/1880-07/09/1949 influence on the behavior of the
individual.
*Enterprises are also social
organization conformed by
informal groups which do not
match with the formal groups of
the company. In different words,
people from different departments
can stablish a friendship, creating
this way, an informal group.
*It has to be considered the
different opinions of the
employees of the enterprise´s
because those are pretty
helpful, for example:
-Division of work has been
applied since industrial
revolution as a better way to
get or achieve efficiency and
effectiveness-
-Authority and responsibility
are not that easy to perform
properly if an individual is not
used to them, but within an
organization there always
has to be someone in charge
of the work line, in addition,
this person need to present
reports where he/she notice
how everything is going.
*Unity of directions and
initiative. Enterprises try to
keep their workers applying
this properly.
*Something we have no
notice is that organizations
are getting more and more
caring about the mental and
physical health of their
workers, an example we
have is Google, it let its
worker go to work as
comfortable as they want,
besides, Google strongly
tries to keep its workers as
least worried as they can be,
just for a single reason,
happy and healthy
employees have a better
performance and a better
throw put.
*For this reason, companies
such as google encourage
their employees to hang out
with each other and make
healthy relationships,
 decisions in order to make them avoiding losing the
feel more motivated. enterprise’s objectives for
*Mayo set up that when an sure.
*As a result, all the workers
employee interacts more with
will go to work happily.
others, it is more productive.
*Taylors’s schooling has
*He developed three main
been useful for little,
principles:
medium, and big enterprises.
1)Select the most capacitated
Nowadays all the modern
individuals for the work.
businesses select their
2)Teach them the most effective
employees based on skills
and efficient methods and the
and abilities, they certainly
cheapest movements they would
expect to hire the most
have to apply to their work.
capable operators, an
3)Let the employees earn some
example we can see in on
rewards like better wages to the
Amazon’s interviews, they
better workers.
ask lots of people to attend to
*Taylor published a book named
their work interview, but
Frederick W Taylor “Shop Management” (1903), on
Amazon just hire 3 or 4 just
20/03/1856-21/03/1915 this book he explains the
to say a number, the reason
techniques of employee’s
of this is that Amazon just
rationalization of work, through
want the best to be included
motion-time study. He basically
on its human capital.
says that “The objective of a good
*Efficiency and effectiveness
management is to pay high wages
are constantly and strongly
and have low unitary costs of
searched by companies,
production”
because being this way
*He purposed:
ensures a higher utility, an
1)Delegate all the responsibility of
example could be those
organizational work to the
English schools which are
executive level.
always looking for get their
2)Use scientific methods to
teachers as informed as
determine the most effective way
possible.
to carry out the work (observation,
*Panamá applies a strategy
motion-time analysis, design of
where the allow its workers
specific tools, etc.).
to grow and earn a better
3)Control the worker performance
wage as they have a better
to make sure the whole processes
performance, Panamá
have been carried out properly to
implement this to try keep the
the work.
employees trying their best.
 * For example, at the U.S.
*He was an activist for the laboral
Office of Personnel
and social rights. He is considered
Management (OPM), the
the father of British laborism and
government department
of corporativism. He upholded
responsible for managing
cooperation and fraternity in order
federal employees, key
to decrease social inequalities,
functions include vetting
facing the revolution and the fight
potential new hires,
of social classes.
developing human resources
*Owen gained popularity and
policies, and administering
wealth applying management
benefits such as pensions
methods, especially personnel
and health care. The
management (besides the
department ensures
healthily commercial and business
oversight of various systems
practices); curiously, the
to make sure employees are
accomplishment or popularity of
in compliance with
Robert Owen these methods, unlike what was
regulations and handles the
14/05/1771-17/11/1858 defined as “productive” on its era,
adjudication of appeals when
was what convinced Owen
things go wrong.
employee’s life condition must be
*The term personnel
enhanced.
management is more likely to
*Owen is known as the father of
be found in nonprofits and
personnel management and as
government agencies; the
forerunner of human relationships
term human resource
approach, he started concerning
management may be more
about the necessity of improving
common in the private
the social environment to enhance
sector.
the society.
*On current organizations,
*He promoted a paradigm change,
personnel management is
caring about human well-being
sometimes viewed as the
and human enhance and not just
more administrative
look forward the richness, he put
functions related to
capital to men’s use unlike
completing paperwork and
industrialist liberal ideas.
similar prosaic tasks, in
*Owen developed an aid to
contrast to a view of human
motivation and discipline called
resources management as a
the Silent Monitor system which
comprehensive development
could be described as a distant
of an organization's people
ancestor of appraisal schemes in
and culture.
practice today.
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